10 February 2024
Leadership is a popular sport and concerns us all. There are always companies that only send their top players on management courses or pay them expensive coaches. This sometimes seemed like a knighthood for deserving and loyal employees. But that is exactly the wrong mindset. If knowledge of leadership becomes a status symbol, then the basic principles have not been understood.
The broader the knowledge of the rules of leadership within a company, the more robust an organization is. It makes sense to also train those employees in the concepts of leadership who do not have direct personnel responsibility. Understanding the laws of complexity, thinking in categories such as
- Basic intention,
- Definition of Done,
- Possibilities and restrictions of one’s own actions,
- Risk assessment,
- Effort estimation (force calculation),
and the required communication patterns are important for every employee.
Of course, the direct supervisor becomes scalable if his employees also have sound knowledge of management and organization. This pressure from employees must be withstood, especially since it only has positive effects on the entire organization in the long term.
Every organization needs a critical mass of trained managers. If this mass is not reached, the organization is vulnerable. If a manager is absent in such companies, then there is a lack of intention-based leadership. However, if intentions are not communicated professionally, decision-making areas are not clearly defined and support is not competently organized, then employees cannot work independently. Structures of pure command and micromanagement are often established.
Good managers are not only transparent in their intentions and motives, but also in their methods. They train their employees in the decision-making and communication processes they use.
The clear request to all managers is to train their employees by transparently modeling your management process and (if they have the courage) involving them in the management process.Search